To future-proof your business, you need to have short , medium , and long term strategies.

Because they were designed for more predictable times, almost all current HR, talent management, and workforce planning processes fail to perform in this chaotic environment. In a VUCA environment, there are more changes, a faster rate of change, and the size of the changes are so impactful that they must be labeled as “disruptive.” So the question for talent leadership becomes, “how do you effectively hire, develop, place, and retain individuals and leaders in the volatile environment where literally everything changes in months rather than years?”

In times of rapid change, having a good strategy is more vital than ever. We need to change our approach to developing a strategy in order to keep pace with the changing world around us. Dr John Sullivan, internationally known HR thought-leader from the Silicon Valley, makes this point well in his blog.

Bob Johansen, who is one of the thought leaders on the subject of future-proofing your business, emphasizes the fact that in a VUCA world, the strategy that works is to be very clear about where you are going, but very flexible in how you get there.

With the Complexity and Ambiguity found in a VUCA world, it becomes more important than ever to be able to distinguish between problems than can be solved, and dilemmas that are unsolvable but must be continually managed. This point is well made by Carol Mase in her blog:

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